Change management is complex but necessary and decisive for a company's success. There are many factors that trigger change, such as crises, business mergers, and even the development of the organization itself.

For change to achieve satisfactory results, it is necessary to assess its importance in management and the impacts and risks it can bring. To facilitate this analysis, we illustrate seven key questions for team reflection that will help you decide where to move your organization more safely.

It is important to answer them by targeting all affected sectors and the various perspectives of the company.

After the change decision is evaluated, the execution plan needs to be side by side with the impact on the people who will exercise it.

One of the major challenges in management and organizational leadership is getting stakeholder engagement - the groups affected indirectly or directly by management change and outcomes.

The influence of these target audiences on projects is crucial to their success or failure, which is why dialogue and strategy are important in employee engagement.

It is essential to bring a more humanized vision to management, considering that employees need time and space to process and adapt to the advances and changes that result from each need of the company.

This is where change management comes into play as a decisive factor in the success of change, assisting and providing support in the transition as a support agent so that staff do not react against and return to their comfort zone.

Meet the HCMBOK Change Management Guide
With this important approach in mind, the Human Change Management Body of Knowledge (HCMBOK) guide is an example of how we should address change management considering the human factor in organizations, using best practices and tools that contribute to project success.

HCMBOK is structured so that human change is planned, because only then can the project achieve organizational change.

With the support of methods that help change management and fit the organizational culture, it is easier to move from the status quo to put in place activities that benefit long-term business development.

In this way, it is possible to systematize and reflect on several relevant aspects that are easily overlooked, focusing on group growth and encouraging stakeholders to become more involved and productive.

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